Dear member,

I had a moment of silence for the passing of the year 2020 and I am still celebrating the start of what will be a great year. You know why? Because there is something HUGE I’m going to accomplish and I want us to do it together. Let’s become Invaluable. Let’s become the kind of employees our companies just can’t do without.

I am a self-help book, self-improvement junkie. I thrive on positive quotes and words of affirmation. I’m also willing to open my mind to various opinions on how to really be the best person I can be. This means striving to be the best I can be in my job and in my personal relationships.

This is what I know:

  • Determine what you love about your job and your industry.
  • Focus on improvement in areas which will set you apart and above all others. Educate yourself through workshops, webinars, on-line courses, certifications, industry mags, etc. Stay current.
  • Years of experience do not equal value; Value is determined by what unique skillset and knowledge you bring to the table.
  • When you improve yourself, everything improves for you.
  • Invest in your health, personal growth and well-being. Find what works for you and stick to it.
  • Give. Motivate and assist others. Help your teammates achieve and exceed company goals, even if this means doing something which is not in your so-called “job description”.
  • Volunteer. Whether in your industry or in your community, find a cause for which you are passionate and participate.
  • Network. Surround yourself with people who have similar goals.
  • Become a mentor. Listen to and support a person in your industry who shows drive and ambition. Share tips and information you learn along your journey to help them on theirs.
  • Be a mentee. Let people know your aspirations and ask for their career advice.

WWLF is a great starting place. With WWLF you will find so many opportunities for networking, career development, educational enhancement, fellowship and mentoring. There’s even volunteer opportunities to get involved in a WWLF committee. Go to today to find out more and to get involved. Let’s become invaluable in 2021!

Best Regards,

Beth Martindale

Vice President, WWLF

Headshot of Beth Martindale

Building resiliency for yourself and your teams

An interview with Human Resources expert, Adeola Emdin, MBA

Headshot of Adeola Emdin

If 2020 taught us anything, it taught us that the only constant is change. No one can be completely prepared for what the future holds, and even if we weather one crisis, there may be another waiting in the wings.

Those who can best thrive in times of uncertainty are those who develop resiliency. But in the midst of shutdowns, unrest, and political upheaval, “develop resiliency” feels like just one more thing to add to an already-full to do list, especially for women. It’s understandable why women are leaving the workforce in record numbers right now. Between family demands and the overwhelming input of external circumstances, there’s just no room for work.

Is there anything employers can do to help their employees gain some resiliency… and to hold on to their valuable human capital? 

Yes, says Adeola Emdin, MBA, Chief Operations Officer at Primus Business Management, which offers HR and management consulting services to small businesses and non-profit organizations. Emdin is also the author of an upcoming book on human resources, scheduled for release in summer 2021.

Emdin says she’s seen a shift in focus from clients over the last year. In the past, questions were specific and individualized—how to comply with a new law or address an employee situation, for instance. But now, even though questions are more general, they’re also much more human.

“They are ‘How do we handle this? What does this mean? Are there implications to doing this?’ They’re trying to figure out what they need to do as an organization,” Emdin says. “Companies are trying to restructure, help their employees, and keep their operations functioning.”

Emdin suggests there are several things companies can do to help their employees survive and even create more resiliency for the future.

1. Eliminate decisions. Generally speaking, choice is a good thing. But in the midst of uncertainty and upheaval, even “easy” decisions can tax overburdened brains. Emdin suggests making it as easy as possible for employees to do their jobs.

“Simplify as much as possible, and try to mimic what a regular day would look and feel like,” she says. “That level of consistency can allow employees to thrive and not feel like, ‘this is another thing that I have to figure out.’”

Some of that consistency can be accomplished through technology. Make sure employees have the bandwidth and equipment they need and make connecting to the office and colleagues as streamlined as possible.

But don’t stop with technology. Consider what workers normally do in their offices, especially if they’re working from home. Would they have access to a supply closet? Can you send a package of information or supplies? With offices empty, can you allow employees to take furniture home so that they can work comfortably and ergonomically? By thinking through likely roadblocks and making decisions about them, you’re eliminating the need for your employees to figure out operations-related problems. This frees up their brain power to work on their tasks.

“The more you can help your employees feel like they aren’t working from their beds, the easier it is to say, ‘Oh, this is my work situation,’” Emdin says. “You’ll help it feel more like the routine they're used to, instead of the chaos that is happening.”

2. Allow employees to create boundaries. With work life and home life often in the same locations, lines have blurred, and it’s easier than ever for employees to find themselves always working. Emdin encourages leadership to find ways to allow employees to shut off work every day.

“If an employee sends an e-mail at 6:00 PM, don’t reply back and say, ‘here’s the next thing that you should work on,’” she says. “Save that e-mail. It can go the next morning. That way the employee doesn’t feel like they have to respond that night.”

It’s not enough to just tell employees to take care of themselves, she says. “Organizations need to help foster the separation between work and home.”

3. Provide structure without being rigid. Structure is important to help people manage the many demands on their time, but wherever possible, leadership should be flexible with time and deliverables.

Emdin recommends talking through each employee’s unique situation to decide what objectives are achievable in that employee’s circumstances. “If an employee is sick, they have an ailing parent, they have kids in the background, have that conversation,” she says. “Ask, ‘what are the objectives we can agree on? What do you think you’re capable of doing given the circumstances right now?’”

She cautions against communicating a punitive, competitive, or judgmental message in those conversations.

“This is a completely new situation,” she says. “Objectives, expectations…all those have to be reset. And given the nature of what’s happening, it all has to be done on an individual basis. Resources are different, your situation is different, your workspace is different, your ability to interact with clients or your team—all of that is completely different. This is the new normal. Figure out what time, resources, or additional support people need.”

She says when these open conversations take place and objectives are clear, it puts everyone in a better position. “You’re evaluating someone based on what you agreed on, versus what someone else is doing.”

4. Be transparent. Emdin says it’s important for leadership to acknowledge current events and the upheaval they create—and to say out loud that even people in the C-suite don’t have all the answers.

“A lot of fear we've seen from employees is simply wanting to know where they stand,” she says. “A lot of the questions are based on external factors—all these different situations that occurred over the last year that have made employees uneasy and cause organizations to try to quickly process a situation that no one ever predicted.

“Have a conversation with employees and say, ‘Okay, this is where we are, and we're trying to figure it out,’” she says. She encourages companies to change objectives or goals when necessary and communicate those changes—and the reasons for them—with employees.

“That constant communication and building relationships with employees helps them feel empowered. And empowered employees have a better shot at being successful employees,” she says.

5.    Be visible. Between rapidly evolving public health circumstances and political and social upheaval, employees can feel understandably unmoored. Emdin suggests this gives company leadership an opportunity to provide an anchor and stability while also communicating a cohesive company message.

“It’s a difficult time for employers, because as individual people, they're still trying to figure out what's going on as well,” she acknowledges. But leadership can communicate that “this is what as an organization, collectively, we're going to work on.”

Change is still on the horizon, and organizations are going to feel the effects of 2020 for some time. But with the right approach, they can use this “new normal” to create a culture of resiliency and adaptation that will thrive no matter what’s next.

For more information about Adeola Emdin and Primus Business Management, visit or follow her on LinkedIn.

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WWLF 2021-2022

Call for Sponsors

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Since the founding of Women’s Wireless Leadership Forum (WWLF), WWLF has been a guiding presence and key player to offer an avenue for members to share their expertise, broaden their contacts and advance their career opportunities. 

As we plan for 2021 and beyond, our dedication to “Keeping Women Connected” with each other and the industry would not be possible without the continued support of annual sponsors, event sponsors, and industry colleagues. Financial assistance from these loyal supporters has enabled WWLF to offer leadership development to members, numerous successful regional events, and provide a Fellowship Program award to a
member who is beginning her career in telecommunications.

We know you have many sponsorship choices in the industry, and we invite you to consider supporting us in 2021. We are committed to ensuring every company finds value in sponsorship through national advertising, complimentary passes to specified events, and regional publicity at networking and educational function. There are several levels, which have been customized to fit your organization’s needs.  

Please contact the Executive Director of Ways & Means, Shamrose Ali, at or for further details or to sign up for sponsorship.

Deadline to submit a sponsorship request is Friday, March 5th.

GOLD ($6,000)

  • 1 year advertising on the WWLF webpage, including hyperlink
  • Your logo included in WWLF WIA (Connect X) and MWCA event invitations
  • Your logo prominently displayed at WIA (Connect X) and MWCA events
  • 12 Complimentary Annual (2021) Memberships
  • 12 admission passes to the WWLF WIA (Connect X) and MWCA events
  • 4 Passes to each WWLF Regional Event and educational webinars, with advanced registration
  • Opportunity to participate as a featured speaker for WWLF webinars and events

SILVER ($4,000)

  • 1 year advertising on the WWLF webpage, including hyperlink
  • Your logo included in WWLF WIA (Connect X) and MWCA event invitations
  • Your logo prominently displayed at WIA (Connect X) and MWCA events
  • 8 Complimentary Annual (2021) Memberships
  • 8 admission passes to WWLF WIA (Connect X) and MWCA events
  • 2 Passes to each WWLF Regional Event and educational webinars, with advanced registration

BRONZE ($2,000)

  • 1 year advertising on the WWLF webpage, including hyperlink
  • Your logo included in WWLF WIA (Connect X) and MWCA event invitations
  • Your logo prominently displayed at WIA (Connect X) and MWCA events
  • 4 Complimentary Annual (2021) Memberships
  • 4 admission passes to the WWLF WIA (Connect X) and MWCAevents

COPPER ($1,000)

  • 1 year advertising on the WWLF webpage including a hyperlink
  • Your logo to be included on the WIA (Connect X) and MWCA event invites
  • Your logo prominently displayed at WIA (Connect X) and MWCA events
  • One Complimentary Annual (2021) Membership
  • One admission pass to WWLF WIA (Connect X) and MWCA events


The Fellowship Program's mission is to inspire and empower women who are new to the wireless telecommunications industry. This program provides its annual recipient with a Mentorship experience, involvement in the WWLF Committee, free WWLF membership and admission to various WWLF events, exposure on the WWLF website and news publication, a travel stipend for trip to WIA. The annual recipient is chosen through a rigorous selection process based on merit.

  • Company recognition on all Program marketing materials
  • Company recognition as Program sponsor on WWLF website
  • Recognition as Program sponsor during WWLF events at WIA (Connect X) and MWCA
  • Complimentary Annual (2021) Memberships for fellowship award winner(s) and mentor(s)
  • Plaque given to sponsoring company at the end of the Program term


"The WWLF Connection" newsletter is released on the first Friday of every month running from April 2021 - March 2022 (12 issues). The newsletter will feature recaps from WWLF webinars (with applicable links), articles related to leadership and the industry, interviews from women in telecommunications, and updated WWLF and industry events.

  • Lifetime exposure on the WWLF webpage, newsletter archives
  • Company name and hyperlinks promoted on LinkedIn with each newsletter release
  • Company name prominently displayed on the header and footer of all newsletters; logo on footer
  • Company recognition as newsletter sponsor on WWLF website
  • 2 Complimentary Annual (2021) Memberships
  • 2 admission passes to the WWLF WIA (Connect X) and MWCA events

Email Shamrose to find out more about our sponsorships!

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Upcoming Events

Monthly Networking Event:

Motivation and Mugs

(1st Monday of every month)

Our next event is Monday, March 1 from 10-10:45 am EST

Although times are getting somewhat back to normal, we're still not quite there yet. So let’s come together and connect while enjoying our morning ritual of coffee, tea, lemon water or whatever is your choice of drink.  

During Monday Motivation and Mugs, each attendee will have one minute to introduce themselves and talk about what they are looking for/needing during these times (job opportunities, connections, friendly support, etc.).   

Registration closes the Friday before the event. You'll receive a zoom link before the event.

Register for the March 1st event here!

Do you have ideas for upcoming newsletters? Submit them to

Thank you to our exclusive newsletter sponsor

Connect with WWLF

WWLF is a proud affiliate of WIA

Women's Wireless Leadership Forum C/O WIA
2111 Wilson Boulevard, Suite 210 Arlington, VA 22201

© 2020 Women’s Wireless Leadership Forum All Rights Reserved

WWLF is committed to creating an inclusive environment where diverse voices are welcome in all aspects of our organization. WWLF values the knowledge and perspectives that our members bring to our organization from their diverse backgrounds. While all members are welcome to participate in both regional and national events, WWLF remains committed to the design and delivery of content to support the development of women in the wireless communications industry.